Companies Motorola Solutions

Motorola Solutions

Chicago

Total Offices: 24

23,000 Total Employees

Year Founded: 1928

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Motorola Solutions Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Motorola Solutions and has not been reviewed or approved by Motorola Solutions.

How are the compensation & benefits at Motorola Solutions?

Strengths in healthcare, time off, and accessible ownership programs are accompanied by challenges in cash progression, retirement‑match stability, and potential out‑of‑pocket medical costs. Together, these dynamics suggest total rewards feel competitive when benefits and equity are valued, while satisfaction may dip where faster cash growth, predictable retirement matching, or lower healthcare cost exposure are priorities.

Key Insight for Candidates

Defining pattern/tradeoff: Motorola Solutions actively tweaks retirement contributions and currently delivers the 401(k) match in company stock (after a recent pause). This shifts part of compensation into equity exposure and policy risk—potential upside, but confirm current terms and consider diversification and cash‑flow needs when comparing offers.

Evidence in Action

Stock-Matched 401(k) Strategy — 401(k) match in Motorola Solutions stock resumed on January 1, 2026, after a pause from April 27 to September 27, 2025, with shares immediately vested. This ties retirement matching to company equity performance, offering upside while adding market variability to employees’ savings.
Day-One Health Coverage — Day-one medical, dental, and vision coverage with Blue Cross Blue Shield of Illinois, Cigna, and Kaiser requires enrollment within 31 days. Immediate eligibility and multiple plan types (HDHP and copay-style) reduce coverage gaps and let employees tailor costs to care needs.

Positive Themes About Motorola Solutions

Healthcare Strength: Health coverage starts on day one with multiple medical carrier choices, plus bundled dental/vision and company‑paid short‑ and long‑term disability and basic life/AD&D. These elements create a robust core benefits foundation that reinforces overall total rewards.
Leave & Time Off Breadth: Paid time off includes nine company holidays, PTO accruals for non‑exempt staff, and a Flex Time Off policy for exempt employees. This structure supports time away and work‑life balance across roles.
Equity Value & Accessibility: An employee stock purchase plan at a 15% discount and ongoing equity awards provide accessible ownership alongside salary and bonus. These programs can lift realized compensation for those who participate.

Considerations About Motorola Solutions

Stagnant Pay & Limited Progression: Yearly raises are typical, yet progression is often viewed as trailing top‑of‑market levels, with pay sentiment varying by role and location. Observations point to slower movement toward market‑leading cash compensation in some functions.
High Benefits Costs: High‑deductible medical options shift more upfront costs to employees, which can be significant for those with greater care needs. Even with HSA eligibility, out‑of‑pocket exposure can feel high.
Inadequate Retirement Support: A pause of the 401(k) match in 2025 and the shift to matching in company stock in 2026 introduce uncertainty in retirement value. Changes in match mechanics and reliance on stock are not equally valued by everyone.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.